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Critical Thinking Test hypothesis Identify linkages Understand priority areas Focus on key demographics Engagement Outco...

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Gain leaders’ trust to sharpen the human capital agenda

Navigate across contexts to create tangible impact

Understand business imperatives, connect people initiatives

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Bespoke HR capability journeys for organizations

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Comprehensive Assessment


Learning Lab

Online Discussion



What gets measured then?

What gets measured now?

• Employee satisfaction: rational response

• Employee engagement: rational and emotional response

• How things are • Measures of morale • Current state

Insights gained then.. • Poor information on where to act • Not able to assess impact of change • Not linked to business results • De–valued HR approach to business leaders

• Core areas and what makes your business stronger and weaker in each • Current state and gap to future desired state

Insights gained now.. • Identifies drivers that influence Engagement the most • Estimates impact and determines future action priorities • Delivers focused, measurable and targeted action plan to business leaders

Engagement Are we creating the environment where the right people want to be?

Alignment Do we have the right people doing the right things to reach our goals?

Attract & Acquire

Embed employer brand in talent marketplace

Align & Focus

Drive strategic traction with an engaged team

Develop & Equip

Gear employees for future readiness

Reward & Retain

Create a fulfilling employment deal

Test hypothesis

Engagement Experience Hear employee voice on foundation and differentiator drivers • • •

Communication Work tasks Talent & Staffing

• • •

Reputation People Manager Senior Leadership

Engagement Outcomes Understand and map employee behavior dimensions with engagement • • •

Saying positively about organization Have intense sense of belonging Are motivated and exert efforts

Business Outcomes Improve by driving engagement and refining talent priorities • • •

Retention Productivity Wellness

• • •

Customer Satisfaction Total shareholder return Revenue growth

Critical Thinking

Identify linkages Understand priority areas Focus on key demographics

Partner with HR to drive engagement improvement Empower with insights


BU / Function

Engage key stakeholders

Enhance employee experience

Manager / Team

Act as a fulcrum to drive team’s engagement

Align programs for an engaging employee experience

Enable work environment

Set a target for team engagement

Review manager scorecard Partner with managers to create and drive action plans

Enable managers to effectively use resources to spur employee progress

Empower managers to improve team engagement

Evaluate paths to boost engagement

Agree on actions and timeframes

Purpose Step up Stabilize Energize

Connect Be real Critical Experiences Understand the impact of critical experiences on leaders

Engage: gain leaders’ trust by being credible

Guiding Beliefs

Displayed Behaviors


Help leaders to share empowering beliefs

Enable leaders to focus on engaging behaviors


Listen: understand experiences & beliefs

Frame: storyboard options

Envision: paint the impact of improvement

Commit: handhold improvement journey

Engage to Align

Uncover Insights

Day 1

Embed Engagement

Day 2

Cascade Improvement

Final Assessment


Learning journey spanning across four contact classes and a comprehensive online assessment Online Learning Modules*

Online Discussion Boards*

VIA Voice, Insights, Action Aon’s Engagement Reporting Tool *Active for one year

Final Assessment


Class Participation


Final Assessment can only be taken after attending all four modules

Minimum 50% is required in the final assessment

At least 50% aggregate score is required to complete the certification

Engage to Align Align your employees with organization mission

Objectives •

Understand the linkages between business strategy and human capital strategy; and the impact on HR programs and priorities

Analyze strategic talent priorities under the broad themes of market maturity, organization readiness, and organization aspiration

Outcomes •

Design an effective listening architecture to understand the intellectual and emotional involvement of employees

Champion engagement by showcasing benefits and charting your organization's journey

Get a holistic view of the employee engagement lifecycle using Aon's approach to engagement

Explore the link between engagement drivers, engagement outcomes and business outcomes

Map the impact of engaged employees on strategic traction and business results

Appreciate and plan for nuanced needs and priorities for different employee segments

Uncover Insights Interpret engagement results to drive outcomes

Objectives •

Understand the business linkage of talent priorities to frame hypotheses around engagement

Understand key phases in an engagement project: program architecture survey administration, analysis and insights, and action planning

Outcomes •

Practice how to measure and analyze results using Aon’s engagement model

Plan initiatives around engagement: emerge as the primary owner of engagement measurement

Analyze results to identify areas which drive and sustain engagement

Manage the key success factors to drive leader buyin and boost employee participation

Generate actionable insights at an organization, business unit and team level

Articulate how engagement insights impact business goals and human capital imperatives

Embed Engagement Anchor the engagement improvement journey

Objectives •

Present engagement results to leadership with the objective of making progress on the engagement improvement journey

Facilitate leadership discussion on focus areas: address systemic barriers and amplify enablers at an organizational level

Outcomes •

Build organizational capability to carry forward the engagement journey through a team of internal champions

Use insights from engagement survey as a starting point to review and refine HR policies and programs

Anchor the engagement improvement journey

Make senior leaders, people managers and HR equally responsible and accountable

Fortify tenets of employment promise that resonate with employees; refine tenets that don’t

Learn to plug the gaps in the employee experience across the employee lifecycle

Cascade Improvement Advise leaders and partner with managers

Objectives •

Facilitate creation, interpretation and dissemination of leaders' and managers' scorecards

Advise leaders on their transformation by looking at critical experiences, guiding beliefs and displayed behaviors

Help managers connect the employee value proposition with positive aspects of an organization to create a sense of purpose for the employees

Articulate role and set accountabilities of leaders and managers to drive engagement

Analyze results to guide leaders and managers to create teamlevel plans

Emerge as leaders’ confidant by handholding transformation to engaging leadership

Coach managers to drive create action plans and partner with them to drive team interventions

Review progress: drive behavioral change through development plans


Anandorup Ghose leads Aon Hewitt’s Rewards practice for South Asia. Prior to this role, he managed several client relationships in the Middle East, Asia Pacific and India in the areas of executive compensation design and benchmarking, long term incentive plan design, sales incentive plan design, governance structure definition, remuneration committee advisory etc. Moreover, he has also worked on some large scale merger integration projects with clients in the region, primarily in the field of telecom, financial services and oil and gas. His key clients include the Aditya Birla Group, Mahindra, Genpact and Tata Consultancy Services.

Anandorup is a regular speaker at several executive compensation forums in industry associations such as All India Management Association, FICCI, and Anchorage Society for Human Resource Management. He is ardent reader of the Economist and whenever time permits he loves to travel and experience new cultures.

Anandorup Ghosh Dean, Aon Hewitt Learning Center

Anandorup's Mantra Culture eats strategy over breakfast

Peter Drucker

Tarandeep leads Aon Hewitt's Culture & Engagement practice, apart from consulting with clients on defining their business transformation journey through people initiatives. HR strategy alignment, organization structuring, leadership capability, learning academies and employer brand are focused areas of his expertise. He has also worked in the area of M&A, managing change & transformation, performance management and rewards strategy & design. He partners with leading industry forums as a thought leader and is a speaker at several annual seminars and international HR forums. Some of his recent clients include Cognizant, Dell, Reliance, Janalakshmi Finance, SLK Software, Indigo and Airtel. Tarandeep is an MBA in HR from Xavier Labor Relations Institute (XLRI), Jamshedpur. He is a Certified Hogan coach and Post Graduate in French. He holds bachelor degree in Economics, Statistics and Mathematics.

Tarandeep Singh Partner, Practice Leader Engagement & Culture

Tarandeep's Mantra Enable your leaders to build a strategy-aligned culture that delivers long-term success


Ajith leads the delivery of Aon Hewitt’s Engagement & Culture Practice nationally. He is instrumental in ensuring that Aon Hewitt’s delivery is always cutting edge and is consistently finding new levels of quality and depth of advisory. Ajith has worked extensively with Senior Leadership teams across India and in the APAC region in shaping organizational thinking and actions on engagement and culture. His experience spans sectors ranging from BFSI (NBFCs, Insurance, Mutual Funds, Banking), Pharma, FMCG, Engineering and Manufacturing. Ajith has leveraged his experience of both the consumer and employee dynamics to work on frameworks that tangibly link the two, while employing analytics to explain effective business linkage. A certified Strengths performance coach, Ajith has advised Senior Leaders in enhancing their own effectiveness to personal and organizational advantage. Ajith writes extensively in leading HR publications and is a guest speaker at industry forums such as CII and SHRM. He is an Electronics Engineer with a post graduation from Narsee Monjee Institute of Management Studies (NMIMS).

Ajith Nair Delivery Lead, Engagement and Culture

Ajith’s Mantra Truly engaging organizations help employees find a purpose and empower them to live it everyday!


Saurabh is a Senior Consultant at Aon Hewitt and in his current role manages the Engagement practice in North India. In his close to 10 years of experience, he has worked with organizations on helping them better leverage their people resources for achieving superior business outcomes. Saurabh has partnered with client organizations to help them create a highly engaged and productive workplace, articulate and activate their organizational values, enable a compelling employer brand, and further leadership and managerial capability. He has worked across sectors and geographies (India, Middle East, Europe, US and South East Asia). He draws on his professional and academic experience to bring forth a view that is aligned to business priorities and creates maximum positive impact for individuals, teams and organizations as a whole. Prior to joining Aon Hewitt, Saurabh has worked with People in Business, Gallup & HCL Technologies. Saurabh holds dual masters, with specialization in Management & Organizational Analysis from the University of Warwick, United Kingdom and an MBA in Marketing & Systems from the International Management Institute, New Delhi.

Saurabh Gahrotra Senior Consultant, Engagement and Culture

Saurabh’s Mantra There is no substitute for hard work

Thomas Edison

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Online Discussion Board Active for one year

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